The Ontario Human Rights Code provides as follows:
Employment
5. (1) Every person has a right to equal treatment with respect to employment without discrimination because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offences, marital status, same-sex partnership status, family status or disability.
Harassment in employment
(2) Every person who is an employee has a right to freedom from harassment in the workplace by the employer or agent of the employer or by another employee because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, age, record of offences, marital status, same-sex partnership status, family status or disability.
The Code also provides for a process of dispute resolution and hearing by Tribunal in circumstances where discrimination is alleged to have occurred, in workplaces and elsewhere.
The Tribunal is empowered to make mandatory orders to require compliance with the Act. Orders may be made for reinstatement of employment where an employee has been terminated in contravention of the Code.
Monetary compensation may include an award for damages for injury to your dignity, feelings and self-respect as a result of the discrimination.
As well, the Tribunal may also make an Order requiring restitution, including monetary compensation, for wage losses and other economic loss arising out of Code infringement.
Ontario Human Rights Code complaints generally must be commenced within one year of the offending actions.
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The general information in this article about Ontario employment law is not applicable to any specific case, and is intended for information purposes only. It is not a substitute for legal advice and may not be relied on as such. Readers are expressly advised to consult with a qualified Toronto Employment Lawyer or Wrongful Dismissal lawyer for advice regarding their specific circumstances and entitlements under Ontario employment law.
© Garry J. Wise and Wise Law Office, Toronto, Ontario, Canada. This information may not be reproduced without consent in writing.
